Praise for Career Paths

Transcription

1 Career Paths Charting Courses to Success for Organizations and Their Employees Gary W. Carter, Kevin W. Cook, and David W. Dorsey A John Wiley & Sons, Ltd., Publication

2

3 Praise for Career Paths I like how Carter, Cook, and Dorsey have balanced the perspective and needs of the employee with the needs of the organization. They ve provided a practical toolkit for practitioners, rooted in a strong conceptual model. I have looked at other sources on career paths in organizations, but this is the book I d actually use to design a system. Steven D. Ashworth, Ph.D, Manager Human Resource Research & Analysis, Sempra Energy Utilities Career Paths is a straight-forward guide to strategic talent management, illustrating how to integrate recruitment/selection with training/development. It is highly recommended to human resource and employee development professionals who want to optimize their use of human resources. Paul E. Spector, University of South Florida If you are, like me, a consultant who helps organizations develop and utilize their talent toward maximum performance; or a business leader trying to build a world-class organization with limited financial resources; or a Human Resources manager whose Generation Y employees are anxious to get ahead you need to read this book. It clearly defines the why and how of using career path models as the foundation for a comprehensive talent management process. The ideas and methods defined in this book will help organizational leaders provide the structure to support employees ambitions and will help employees understand exactly what they need to do to successfully manage their own careers. I am adding this book to my professional reference library. Gena Cox, PhD, Managing Consultant, Human Capital Resource Center

4 Talent Management Essentials Series Editor: Steven G. Rogelberg, Ph.D Professor and Director Organizational Science, University of North Carolina Charlotte Senior Advisory Board: Eric Elder, Ph.D., Director, Talent Management, Corning Incorporated William H. Macey, Ph.D., Chief Executive Officer, Valtera Corporation Cindy McCauley, Ph.D., Senior Fellow, Center for Creative Leadership Elaine D. Pulakos, Ph.D., Chief Operating Officer, PDRI, a PreVisor Company Douglas H. Reynolds, Ph.D., Vice President, Assessment Technology, Development Dimensions International Ann Marie Ryan, Ph.D., Professor, Michigan State University Lise Saari, Ph.D., Director, Global Workforce Research, IBM John Scott, Ph.D., Vice President, Applied Psychological Techniques, Inc. Dean Stamoulis, Ph.D., Managing Director, Executive Assessment Practice Leader for the Americas, Russell Reynolds Associates Special Features Each volume contains a host of actual case studies, sample materials, tips, and cautionary notes. Issues pertaining to globalization, technology, and key executive points are highlighted throughout. Titles in the Talent Management Essentials series: Performance Management: A New Approach for Driving Business Results Elaine D. Pulakos Designing and Implementing Global Selection Systems Ann Marie Ryan and Nancy T. Tippins Designing Workplace Mentoring Programs: An Evidence-Based Approach Tammy D. Allen, Lisa M. Finkelstein, and Mark L. Poteet Career Paths: Charting Courses to Success for Organizations and Their Employees Gary W. Carter, Kevin W. Cook, and David W. Dorsey Mistreatment in the Workplace: Prevention and Resolution for Managers and Organizations Julie B. Olson - Buchanan and Wendy R. Boswell Developing Women Leaders: A Guide for Men and Women in Organizations Anna Marie Valerio Employee Engagement: Tools for Analysis, Practice, and Competitive Advantage William H. Macey, Benjamin Schneider, Karen M. Barbera, and Scott A. Young Online Recruiting and Selection: Innovations in Talent Acquisition Douglas H. Reynolds and John Weiner Senior Executive Assessment: A Key to Responsible Corporate Governance Dean Stamoulis Real Time Leadership Development Paul R. Yost and Mary Mannion Plunkett

5 Career Paths Charting Courses to Success for Organizations and Their Employees Gary W. Carter, Kevin W. Cook, and David W. Dorsey A John Wiley & Sons, Ltd., Publication

6 This edition first published Gary W. Carter, Kevin W. Cook, and David W. Dorsey Blackwell Publishing was acquired by John Wiley & Sons in February Blackwell s publishing program has been merged with Wiley s global Scientific, Technical, and Medical business to form Wiley-Blackwell. Registered Office John Wiley & Sons Ltd, The Atrium, Southern Gate, Chichester, West Sussex, PO19 8SQ, United Kingdom Editorial Offices 350 Main Street, Malden, MA , USA 9600 Garsington Road, Oxford, OX4 2DQ, UK The Atrium, Southern Gate, Chichester, West Sussex, PO19 8SQ, UK For details of our global editorial offices, for customer services, and for information about how to apply for permission to reuse the copyright material in this book please see our website at www. wiley.com/wiley-blackwell. The right of Gary W. Carter, Kevin W. Cook, and David W. Dorsey to be identified as the authors of this work has been asserted in accordance with the Copyright, Designs and Patents Act All rights reserved. No part of this publication may be reproduced, stored in a retrieval system, or transmitted, in any form or by any means, electronic, mechanical, photocopying, recording or otherwise, except as permitted by the UK Copyright, Designs and Patents Act 1988, without the prior permission of the publisher. Wiley also publishes its books in a variety of electronic formats. Some content that appears in print may not be available in electronic books. Designations used by companies to distinguish their products are often claimed as trademarks. All brand names and product names used in this book are trade names, service marks, trademarks or registered trademarks of their respective owners. The publisher is not associated with any product or vendor mentioned in this book. This publication is designed to provide accurate and authoritative information in regard to the subject matter covered. It is sold on the understanding that the publisher is not engaged in rendering professional services. If professional advice or other expert assistance is required, the services of a competent professional should be sought. Library of Congress Cataloging-in-Publication Data Carter, Gary W. Career paths : charting courses to success for organizations and their employees / Gary W. Carter, Kevin W. Cook, and David W. Dorsey. p. cm. (Talent management essentials) Includes bibliographical references and index. ISBN (hardcover : alk. paper) ISBN (pbk. : alk. paper) 1. Careers. 2. Industrial management. 3. Organizational effectiveness. 4. Success in business. I. Cook, Kevin W. II. Dorsey, David, 1952 III. Title. HF5381.C dc A catalogue record for this book is available from the British Library. Icon in Case Scenario boxes Kathy Konkle / istockphoto.com Icon in Career Path Guide box Bubaone / istockphoto.com Set in 10.5 on 12.5 pt Minion by Best-set Typesetter Ltd., Hong Kong Printed in Singapore

7 To Robin, William, Matthew and Evan. GWC To Ann, Jason and Lindsay. KWC To Diana and Emily. DWD

8

9 Contents Series Editor s Preface Preface xi xiii Chapter 1 Introduction 1 What are Career Paths? 2 The Goal of This Book 19 Overview 21 Chapter 2 A Conceptual Toolkit for Constructing Career Paths 23 Career Path Attributes 26 Career Path Patterns 27 Outcomes 29 The Bottom Line 31 Chapter 3 A Practical Toolkit for Constructing Career Paths 33 Sources and Methods 34 Past 34 Present 37 Future 37 A Note about the Special Role of Interviews and Focus Groups 38 vii

10 viii Contents How to Construct Career Paths 39 Initial Steps 39 Sequential List of Positions or Roles 47 Qualifications 53 Critical Developmental Experiences 54 Competencies that are Accrued, Strengthened, or Required 56 Career Success Factors 60 Other Information 63 Explicit Focus on Movement 64 Promoting Alignment 64 Assessment of Personal Attributes and Career Paths 64 Implementation Tips 65 The Bottom Line 67 Chapter 4 Integrating Career Paths into Talent Management Systems I: Recruitment, Hiring, Retention, Promotion, and Employee Development 69 Connecting the Employee to the Organization 69 Engaging the New Workforce 72 Recruitment and Hiring 73 Retention 80 Promotion 81 Development Planning and Execution 83 The Bottom Line 89 Chapter 5 Integrating Career Paths into Talent Management Systems II: Strategic Workforce Planning, the Early Identification and Development of Executive Talent, and Succession Management 91 Keeping an Eye on the Big Picture 91 Strategic Workforce Planning 92 Identifying and Developing Early-Career, High-Potential Leadership Talent 95 Who Are Our High Potentials? 95 How Can We Develop (and Promote) Them Faster? 97 Managing Communications Regarding High Potentials 98

11 Contents ix Succession Management 99 Evaluating Readiness for Promotion in the Context of Succession Management 101 Methods for Evaluating Readiness 102 Keeping Those Not Yet Ready on the Path(s) to Get There 102 The Bottom Line 105 Chapter 6 Expanding Success Beyond the Individual Organization Industry and Economic Development Perspectives 107 Career Paths and the Industry Perspective 109 Examples 110 Differences between Industry Career Paths and Organizational Career Paths 116 Career Paths and the Economic Development Perspective 118 Examples 120 Differences between Career Paths Designed for Economic Development Purposes and Organizational Career Paths 124 Labor Market Analyses and Analyses of Cross-Occupation Requirements 125 Labor Market Analyses 125 Analyses of Requirements across Occupations 126 The Bottom Line 127 Chapter 7 Looking to the Future 129 Trend One Demographic Trends 130 Implications for Organizations 131 Trend Two Technology 132 Implications for Organizations 134 Trend Three Globalization and Changing Organizational Structures 134 Implications for Organizations 135 Trend Four Defining Career Success 136 Implications for Organizations 136 The Bottom Line 137

12 x Contents Career Path Resource List 139 Notes 143 References 147 Name Index 151 Subject Index 153

13 Series Editor s Preface The Talent Management Essentials series presents state-of-the-art thinking on critical talent management topics ranging from global staffing, to career pathing, to engagement, to executive staffing, to performance management, to mentoring, to real - time leadership development. Authored by leading authorities and scholars on their respective topics, each volume offers state - of - the - art thinking and the epitome of evidence - based practice. These authors bring to their books an incredible wealth of experience working with small, large, public, and private organizations, as well as keen insights into the science and best practices associated with talent management. Written succinctly and without superfluous fluff, this series provides powerful and practical treatments of essential talent topics critical to maximizing individual and organizational health, well - being, and effectiveness. The books, taken together, provide a comprehensive and contemporary treatment of approaches, tools, and techniques associated with Talent Management. The goal of the series is to produce focused, prescriptive volumes that translate the data - and practice - based knowledge of organizational psychology, human resources management, and organizational behavior into practical, how to advice for dealing with cutting - edge organizational issues and problems. Talent Management Essentials is a comprehensive, practitioner - oriented series of best practices for the busy solution - oriented manager, executive, HR leader, and consultant. And, in its application of evidence - based practice, this series will also appeal to professors, executive MBA students, and graduate students in Organizational Behavior, Human Resources Management, and I/O Psychology. Steven Rogelberg xi

14 About the Series Editor Steven G. Rogelberg Ph.D., is Professor and Director of Organizational Science a the University of North Carolina Charlotte. He is a prolific and nationally recognized scholar. Besides academic journals, his work has been featured in many popular press outlets (e.g., NPR, CBS News, Chicago Tribune, LA Times, Wall Street Journal ). He is the current Editor of Journal of Business and Psychology. Besides his academic work, he founded and/or led three successful talent management consulting organizations/units.

15 Preface The world has changed drastically, and these changes have had a profound impact on careers. Global competition, outsourcing, off-shoring, mergers, and acquisitions have impacted the employment relationship in fundamental ways, and societal and cultural changes have resulted in complex and highly varied career patterns. Career paths have become increasingly varied, fluid, and emergent as people make career decisions within a highly dynamic organizational, societal, and global economic milieu. However, while career paths are increasingly complex and dynamic, they are by no means random, but rather can be understood and influenced. Indeed, this book demonstrates that in today s world, individuals and organizations must focus on career paths if they are to achieve their goals and maximize their success. Employees must assume increasing levels of responsibility for managing their careers, and organizations must offer meaningful career paths and flexible and alternative work arrangements to retain valued employees. The increasing need for an agile and ready workforce makes it important to attend more closely to the movement and potential movement of individuals within and among organizations and to the factors that make people suitable for jobs in diverse settings. It has become imperative for organizations to understand the capabilities of employees so that they can be optimally deployed, and to actively work with individuals to build their capabilities as they move through a series of roles. xiii